Francesco/who-killed-jfk huggingface dataset:
[104-10224-10000.pdf — page 13]
# SECRET# FITNESS REPORTEmployee Serial NumberCareer AgentSECTION A1. NAME(Last)DEVUCNO(First)Irving(Middle)C.6. OFFICIAL POSITION TITLEGENERAL2. DATE OF BIRTH   14 Jun 1923 M7. ORGANIZATION OF ASSIGNMENTEquipment & GS No.GS-133. CURRENT STATION   JMWAVE9. CHECK (X) TYPE OF APPOINTMENTCAREERCAREER-PROVISIONAL (See Instructions Section C)TEMPORARYSPECIAL (Specify):10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL (Specify):REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to)    01 July 1965 - 31 Dec 1965SECTION BPERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterised neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise. Indicate number of employees supervised.SPECIFIC DUTY NO. 1Suporvisos a 30-man Indigenous Commando Group.RATING LETTERSSPECIFIC DUTY NO. 2Maintains the training of the group at a proficient level in weapons, tactics, pre-strike rehearsals and related activities.RATING LETTERSSPECIFIC DUTY NO. 3Develops operational concepts for infiltrations/exfiltrations, raids, caching and rescue operations and prepares operational plans for same.RATING LETTERSSPECIFIC DUTY NO. 4Reporting to include operational, contact and monthly reports, and other required correspondence.RATING LETTERPSPECIFIC DUTY NO. 5Case Officer for one FI Reporting Agent to include handling, reporting and guidance of Agent.RATING LETTERSSPECIFIC DUTY NO. 6RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period. Place the letter in the rating box corresponding to the statement which most accurately reflects inis level of performance.RATING LETTERSFORM 4-40 45USE PREVIOUS EDITIONS.SECRET
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# SECRET## SECTION CIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective the relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to create best basis for determining future personnel action. Matters of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.NARRATIVE COMMENTSSubject has been under my supervision for approximately 6 months. During this period he has shown an outstanding proficiency in the supervision of his Commando Group. He is responsible for the logistical support, maintenance, planning and operations of the group and must also maintain their motivation and moral. As a result of the stand-down in PM activities at this Station, one of his major duties has been keeping his group motivated and happy. Subject has performed these tasks in a very professional manner; he has shown strong leadership qualities and a definite ability to adapt to difficult and frustrating changes in the operational climate. Subject has had the additional duty of handling an FI Agent for the Station. He has spent long hours on this activity and has shown that he is fully capable of broadening his scope of activities to other fields besides the supervision of a commando group. He is cost and security conscious and has shown that he is effective in the use of personnel, space, equipment and operational funds.## SECTION D1. DATE17 February 19662. MONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION6 MonthsCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE/s/ Irving C. DEVONG (signed in pseudo on Field Transmittal)BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE17 Feb. 19663. COMMENTS OF REVIEWING OFFICIALOFFICIAL TITLE OF SUPERVISORChief, Special Operations BranchBY REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE/s/ High R. DENDY (signed in pseudo on Fld. Trans.See Attachment.DATE19 February 1966OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief of StationTYPED OR PRINTED NAME AND SIGNATURE/s/ Frederick J. INGHUAST (signed in pseudo on Fld. Trans.)SECRET
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SECRETSection D., 3.AttachmentThis is the third Fitness Report prepared on Subject since his assignment to this Station. The comments set forth on the two previous Fitness Reports by the Reviewing Officer and the Chief of Station are in the main still applicable. The Reviewing Officer has been most favorably impressed with Subject's performance in his present position. Subject has continued to perform his job in his usual competent, dependable and professional manner. The Reviewing Officer shares the Rating Officer's high opinion of Subject's performance and there is no doubt that Subject has contributed significantly to the Station's activities. Subject's over-all performance continues to warrant an evaluation of Strong.Deputy Chief of Station
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# SECRETFITNESS REPORT**SECTION A**1. NAME: DEVUONO, Irving C.6. OFFICIAL POSITION TITLE9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER-PROVISIONAL: Career Agent11. DATE REPORT DUE IN O.P.**GENERAL**2. DATE OF BIRTH: 08-14-233. SEX: M4. GRADE: S.907. OFF/DIV/DR OF ASSIGNMENT: JMWAVE8. CURRENT STATION:10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEE12. REPORTING PERIOD: 01 October 1963 - 30 June 1965**SECTION B PERFORMANCE EVALUATION**W-Weak: Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A-Adequate: Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P-Proficient: Performance is more than satisfactory. Desired results are being produced in a proficient manner.S-Strong: Performance is characterized by exceptional proficiency.O-Outstanding: Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.**SPECIFIC DUTIES**List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to, supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Supervises a 40 man Indigenous Commando GroupRATING LETTERSSPECIFIC DUTY NO. 2Develop operational concepts for in/exfiltration, raids, caching and rescue operations and prepares operational plans for same.RATING LETTERSSPECIFIC DUTY NO. 3Supervises Real Estate, Materiel, and Subsistence Support relating to the group.RATING LETTERPSPECIFIC DUTY NO. 4RATING LETTERSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTER**OVERALL PERFORMANCE IN CURRENT POSITION**Take into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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# SECRET(When filled in)## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section II to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Subject continues to demonstrate a decided proficiency in the supervision of the type of unit for which he has responsibility. His men respect him and follow his orders readily. Subject officer is loyal and security minded. He is resourceful, acts with initiative and delegates responsibility. He is cost conscious. Subject is capable of handling larger units of indigenous commandos, He thinks clearly and is a versatile individual in the PH field.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTIrving C. DEVUONO /S/### BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONStanley R. ZAMKA### BY REVIEWING OFFICIALSee Attachment.Deputy Chief of StationSECRETFrederick J. CCHURST
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Section D., 3.AttachmentThe Roviowing Officer is familiar with Subject's performanco based primarily on discussions with Subject and Subject's super. visor, detailed examination of Subject's operational plaas, general observation of Subject during the past four years and a first hand knowledge of the results of operations conducted under Subject's guidanco. Subject is a hard-working, dedicates officer who has a knack for getting things done in the operational field. Subject is exceptionally well qualified for the job he is doing. Additionally, Subject has a flair for getting along with the members of the Commando Group without losing objectivity. Subject's operational planning is sound and complete inail details. Subject is completely self-sufficient in operational commed and agent relationship situations. Subject's performance at tets Station clearly warrants an over-all eva Antion of Strong.
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SECRET# FITNESS REPORTSECTION A1. NAME(Last)`D273089`(First)Irving(Middle)G.6. OFFICIAL POSITION TITLE9. CHECK (X) TYPE OF APPOINTMENTCAREERTEMPORARYCAREER-PROVISIO(See instructions - Section C)X SPECIAL (Specify):Career Agent11. DATE REPORT DUE IN G.P.SECTION BPERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, reassignment of to separation. Describe action taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Supervises a 30-man Commando Group and supervises the Group's implementation of operations which includes pre-strike rehearsals and briefings and organization of logistical support.RATINGLETTERPSPECIFIC DUTY NO. 2Maintains the training of the Group at a proficient level in all weapons, tactics, and related PM activities.RATINGLETTERSSPECIFIC DUTY NO. 3Develops operational concepts for raids and caching operations and prepares operational plans and operations.RATINGLETTERpSPECIFIC DUTY NO. 4Supervises Real Estate, Materiel, and Subsistence Support relating to the Group.RATINGLETTERASPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as past performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and any particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERp
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SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Subject has shown a decided proficiency in the supervision of the type of unit for which he has responsibility. His men respect him and follow his orders readily. He is resourceful, acts with initiative, and delegates responsibility. In his field he thinks clearly and is decisive and versatile in his actions. He is capable of handling larger units of personnel and assuming greater responsibility in the PM field. If he were required to accept duties of a broader nature in the intelligence field involving less supervision of his own activities, he would need to improve in the areas of written and oral expression and in his understanding of KUBARK requirements and responsibilities. In this regard he would need additional training and exposure to more extensive KUBARK fields as he has not had the opportunity for participating in such KUBARK activities. Subject does not have the proficiency of the language used.SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE/s/ Irving G. DEMONO (signed in pseudo on Fld. Transmittal)26 Nov. 1963BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION17DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE26 Nov. 1963C/im Br., JMWAVE/s/ Stanley R. ZAMKA(signed in pseudo on Fld. Trans.)3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSee Attached SheetDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE26 Nov. 1963Chief of Station/s/ Andrew K. REUTERMAN (signedin pseudo on Fld. Trans.)SECRET
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Continuation of FITNESS REPORT, Section D:Subject is a well-qualified para-military specialist, who has fully mastered the tools of his trade. Subject applies all of his para-military knowledge in the performance of his current duties as the senior outside case officer for a thirty-man commando group, which is capable of carrying out a variety of different mission. Those missions include caching operations, sabotage raids, tactical intelligence reconnaissance activities and contingency missions related to war plans. Subject is at his best in dealing with men and military equipment. Subject's major weakness is in records management and reports writing. Despite this minor weakness, Subject's over-all performance warrants an evaluation of Proficient.Subject has the potential to train and operationally exploit para-military forces in units which have a T/O strength of not more than 60 men. Subject could command a conventional military formation at the battalion level. Subject is capable of mounting counter-insurgency operations with the use of forces up to battalion strength..Subject's work comes to the attention of the Reviewing Officer on a bi-weekly basis.Subject's future assignments should be in the para-military field. If Subject is to remain in operations in Latin America, he must be given an opportunity to study Spanish on a formal basis.
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# SECRETSECTION ENARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and E and provide the best basis for determining future personnel actions.As a former military officer, Subject is hard working and abundantly sincere in his efforts to fight Communism. His performance since Aug 1961 has not been at the top level of his capabilities for several reasons, not all of which are within his ability to overcome. Subject has had little clandestine training, and is therefore not always able to comprehend the intangible factors which prevent, delay and cancel operations. A further reason is the absence of military law as a basis for discipline formis men. Still another reason is the directive for only limited action with which he has had to live since August. This is merely to say that in a period of policy formation when the action forces have had to be held in limbo, he has not been at his best. Subject's dealings with his agents have in turn been affected by his own frustrations. His inability to rationalize situations has resulted in obtuse explanations to them which have made them harder to handle. His reluctance to put things on paper has detracted from his performance and denied him the clarifying process which reporting provides. His security consciousness has been similarly affected by his frustrations. Subject is in need of training in tradecraft and PM operations. His basic qualifications for PM Case Officer work are such that he can, with training, do a much better job. This combined with a program of concentrated action would undoubtedly bring out the best in him, which should be of real value to the Agency.SECTION F1. DATE2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONCERTIFICATION AND COMMENTSBY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.SIGNATURE OF EMPLOYEEBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASONEMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSOTHER (Specify):3. DATEMay 62OFFICIAL TITLE OF SUPERVISORDC/PIYTYPED OR PRINTED NAME AND SIGNATUREBY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATEMay 62OFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURESECRET
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S-E-C-R-E-TDate: 10 August 1962## Career Agent Biographic Dataa. Pseudonym of agent: DAKONO, Irwin C. Staff or Division: TFWLast First MIb. Date and place of birth: 14 June 1923 Galveston, Texasc. Marital status: Marriedd. Relationship and years of birth of dependents:Wife 39Daughter 15Son 11Son 8e. Citizenship of agent: U.S.A.(1) If naturalized, when?(2) If naturalized, where?g. Non-CIA education to include name and location of college, degrees, dates, and major:h. Military service(1) Country served and years: U.S.A. 22(2) Branch of service and rank: U. S. Army Captaini. Non-CIA employment: kinds of business or profession, positions, salaries, locations, and dates:See (h)S-E-C-R-E-TGroup 1Excluded from automatic downgrading and declassification
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S-E-C-R-E-T(Career Agent Biographic Data p. 2)j. Dates of psychological assessment, professional and language aptitude tests, if applicable:k. Languages, including English, using the following terms: Elementary, Intermediate, High, Native| Language | Reading    | Writing    | Speaking   || -------- | ---------- | ---------- | ---------- || English  | Native     | Native     | Native     || German   | Elementary | Elementary | Elementary || French   | Elementary | Elementary | Elementary |l. Agency training:| Subject Covered | Duration of Course | Years Taken || --------------- | ------------------ | ----------- |m. Alias or pseudonym used for psychological assessment, testing or training, if applicable:n. Security clearance number: 189184o. Date of last LCFLUTTER: 10 Fob. 1961p. Contract provisions: (Underline One)(1) Provision for periodic step increases| Yes | No  || --- | --- || Yes | No  |(2) Provision for legislative pay increases| Yes | No  || --- | --- || Yes | No  |(3) Provision for total offset of cover income| Yes | No  || --- | --- || Yes | No  |(4) Provision for civil service retirement| Yes | No  || --- | --- || Yes | No  |(5) Any unusual provisions (please specify)No unusual provisionsS-E-C-R-E-T
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S-E-C-R-E-T(Career Agent Biographic Data p. 3)q. Date of beginning of current tour: 1 June 1961r. Previous CIA employment:| Years  | Type of Cover | CIA Duties  | Project | City | Salary   || ------ | ------------- | ----------- | ------- | ---- | -------- || 4 mos. | Commercial    | PI Training |         |      | $9500 pa |S-E-C-R-E-T